Aesthetics refers to the care of skin and encompasses a number of jobs, including that of aesthetician and makeup artist. When hiring someone for this field, you'll want to look for a candidate who is professional in both appearance and demeanor, and can work well with others. Additionally, you'll want her to be well trained and up to date on industry changes and developments.

Education and Training

Begin your interview by asking the candidate about her educational background and training in aesthetics. Surely you'll need to know if she has the proper license to work in your establishment. Since graduating from aesthetics school, has she participated in continuing education and what kind? And, has she been trained to use any special equipment, like a laser or microdermabrasion system?

Product Knowledge and Marketing Experience

Different spas and salons work with varied products. Next you'll want to know if the candidate has worked with or is familiar with your product line or the products you work with. Experience working with your chosen skin products is an obvious plus. If you sell products in your salon, you'll also want to know if this aesthetician has experience in marketing. This of course would be an added plus.

Working with Others

How does the potential candidate interact with customers and coworkers? It is important to hire someone that can get along and work well with others. Get the candidate to talk about her previous working relationships and customer service experience. Ask questions about how she's handled difficult customers or problems with coworkers. Lastly, ask her how her previous boss might best describe her.

Expectations and Long-Term Goals

Salon managers invest a lot of time and money in staff training and development. Consequently, you'll want to make sure this candidate is not going to work for you a few months and just leave. You can get this question answered by asking about her long term goals. Is she looking to build a business within your establishment, or does she hope to venture out on her own eventually? Also, find out why she left her last job. Does she have a good reason for leaving or does she appear to be a job hopper.

Salary and Commission

How much money does she expect to make? It is important to know whether or not you can meet her salary expectations. If you cannot, hiring her would be a disaster. You'll also want to know what type of arrangement she had with her previous employer. For example, did she work on commission? Did she rent space or was she salaried? If she has been salaried and you work on a commission basis, she might have trouble adjusting to the change.

About the Author

Dee Dee (Ford) Smith has been a writer for more than a decade. Her writing specialties include food, travel, golf and career stories, along with marketing literature and product descriptions. Smith holds a Bachelor of Arts in organizational psychology from Wilberforce University in Ohio.